Merck 2014 Annual Report Download - page 84

79GROUP MANAGEMENT REPORT → FUNDAMENTAL INFORMATION ABOUT THE GROUP → Employees
In addition, the company supports specific employee networks in
order to foster exchange among like-minded individuals. In 2014,
we launched a project to develop the individual members of the
networks in a targeted manner and to utilize the potential of the
networks to an even greater extent for the Group’s business activ-
ities. The results were presented to the Diversity Council and will
be implemented in 2015.
Industrial safety
As a responsible employer, it is especially important to us to do
everything in our power to prevent workplace-related illnesses and
accidents. We apply the lost time injury rate (LTIR) as an indicator
to determine the success of measures aimed at accident prevention
as well as occupational health and safety. This internationally
recognized key performance indicator describes the number of
workplace accidents resulting in lost time of more than one day
per one million working hours. Merck KGaA, Darmstadt, Germany,
set itself the goal of reducing the LTIR to 2.5 by 2015. In 2014, we
again outperformed this goal, achieving an LTIR of 1.8. This con-
tinuous rate of improvement can be particularly attributed to the
“BeSafe!” program, which was launched in 2010. “BeSafe!” is a
global initiative with harmonized standards and local modules for
the specific requirements at individual sites. This program focuses
on engaging managers in the safety culture and empowering our
employees to take responsibility for their own safety. In 2014,
we continued to sensitize our employees to workplace hazards
through numerous activities and awareness campaigns.
Since 2010, the Group has been presenting the Safety Excel-
lence Award annually in order to underscore the importance of
safety. It is granted to all production sites with no workplace
accidents on record for the year. In 2014, 42 out of production 69
sites were recognized. The company also issued a Group Health
Policy in 2014. The aim is to maintain and systematically strength-
en the health and performance capability of employees.
Despite our efforts to prevent accidents, there were two work-
place accidents resulting in fatalities in 2014. In Venezuela, an
employee died in a car accident. In Pakistan, an employee was
killed while performing maintenance work on a scissor lift.
Vocational and advanced training
The Group continues to place a great deal of importance on the
vocational and advanced training of its employees. In 2014, we
there
fore also maintained a constant vocational training rate at
Darmstadt, the company’s largest site. In 2014, 498 young people
were enrolled in vocational training programs at this site, in a total
of 24 different occupations. Since 2014, Merck KGaA, Darmstadt,
Germany, has been giving unlimited employment contracts to all
apprentices working
in occupations for which the company has
sustainable demand. The hir
ing rate – taking into account volun-
tary terminations – has been around 90 % for several years now.
We also continue to offer vocational training to a large number of
young people at other sites.
As part of the “MobiPro-EU” program of the Federal German
Ministry of Labour and Social Affairs, for the first time five young
people from Spain started an apprenticeship at the company in
Darmstadt in 2014. “Start in die Ausbildung”, a German program
to prepare
young people for an apprenticeship, was continued with
20 interns,
the same number as in 2013.
Our global advanced training program ensures that our em-
ployees and managers around the world develop the relevant skills
that we need in order to implement our company strategy and to
continue to succeed in the future. In 2014, we launched special
management programs in China and the Middle East, among
other things. So far, a total of 160 managers have participated.
An example is the “Emerging Markets Management” program for
young, local managers, which focuses on business management
topics, tailored to suit the Group.
Work-life balance
Merck KGaA, Darmstadt, Germany, wishes to help its employees
achieve a good balance between their professional and personal
objectives. This maintains and strengthens their motivation and
performance potential, enabling them to better schedule their lives
to suit their own needs.
In Germany and the United States , the company offers various
flexible working hour models. In 201
3, the Group im plemented
Mywork at Merck KGaA, Darmstadt, Germany
at the Darmstadt,
Gernsheim and Grafing sites for all exempt employees. The flexible
working model aims to strengthen a culture of performance and
trust within the company. Employees can choose their working
hours and work location freely. In October
2014, this was also
extended to non-exempt employees whose positions are suitable for
the working model. At the end of 2014, a total of around 3,500
employees benefited from Mywork at Merck KGaA, Darmstadt,
Germany.
Globally, 5 % of our employees worked part-time in 2014. 11 %
of our part-time employees are men. In addition, the company
offers its employees throughout Germany comprehensive advice
and assistance with regard to finding childcare and nursing care,
as well as home and garden services. At various sites, employees
benefit from childcare options that Merck KGaA, Darmstadt, Ger-
many, subsidizes. A daycare center with capacity for 150 children
has been operating at the Darmstadt site for more than 40 years,
financially supported by the Merck family.